Talent Acquisition Sourcing Manager
for section headings (e.g., About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Do NOT repeat the job title as a heading. Do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short
or drop it. Preserve ALL substantive information; do NOT invent or summarize away detail. Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. IMPORTANT: include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text (e.g., "commensurate with experience", "not specified", "N/A", "varies", "TBD") and never create Pay/Schedule/Benefits sections unless the posting actually states them. Prefer a few substantive sections over many thin ones. We need to parse the posting content. The posting: - Intro paragraph about NVIDIA, mission, etc. That could be "About the role"? Actually "About the role" would be description of role. The intro is more about company. Could be "About the role" or maybe we could have "About the role" covering the description of the role and responsibilities. But we have separate sections: Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We need to decide which sections have substantive content. Let's extract: **Responsibilities** (What You'll Be Doing): - Develop and execute innovative, data-driven sourcing strategies and talent engagement. - Recruit, mentor, and manage a team of Sourcers, fostering a culture of continuous improvement, experimentation, and high performance. - Maximize the effectiveness of sourcing tools, technologies, and platforms (e.g., AI, LinkedIn Recruiter, ATS capabilities, CRM systems) across both domains. - Establish key sourcing metrics (e.g., Source of Hire, Time-to-Submit, Pass-through Rates) and provide regular, actionable insights to Recruiting leadership and business stakeholders. - Work closely with Recruiting Managers, Hiring Managers, and departmental VPs to understand complex hiring needs, forecast pipeline demands, and calibrate on candidate profiles. - Continually refine the end-to-end sourcing process, including initial outreach, screening, and hand-off to the recruiting partners. That's responsibilities. **Requirements / Qualifications** (What We Need To See): - 8+ overall years of progressive experience in Talent Acquisition, with a minimum of 3+ years in a dedicated Sourcing role - 2+ years of experience in leadership or people management role, including mentoring, coaching, and managing a team of sourcers or recruiters. - Demonstrated track record of developing and executing data-driven sourcing strategies that resulted in measurable improvements in pipeline quality and diversity. - Exceptional communication and stakeholder management skills, with the ability to influence and consult with leaders at all levels. - Bachelor’s Degree or equivalent experience **Ways To Stand Out From The Crowd** (preferred qualifications/skills): - Eightfold CRM and Workday ATS experience is a plus - Experience in a high-growth, technology, or startup environment. - Familiarity with workforce planning and headcount forecasting models. **Benefits**: The posting says: "Widely considered to be one of the technology world’s most desirable employers, NVIDIA offers highly competitive salaries and a comprehensive benefits package. As you plan your future, see what we can offer to you and your family www.nvidiabenefits.com/ Your base salary will be determined based on your location, experience, and the pay of employees in similar positions. The base salary range is 152,000 USD - 247,250 USD for Level 3, and 196,000 USD - 310,500 USD for Level 4. You will also be eligible for equity and benefits." Thus we have Pay (salary range) and Benefits (comprehensive benefits package, link). Also mention equity. **Schedule**: Not mentioned. So we should not create a Schedule section. **About the role**: Could be the introductory paragraph about NVIDIA and the role context. The posting starts with "NVIDIA has been transforming...". That's more about company. Could be considered "About the role" or maybe we could omit that section if we think it's boilerplate? The instruction says remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. The intro about NVIDIA is not boilerplate; it's substantive about company culture and mission. It could go under "About the role" or maybe we could have a section "About NVIDIA"? But only allowed headings are the list: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. So we can put the introductory paragraph under "About the role". That seems appropriate. **Skills**: Could be derived from "Ways To Stand Out From The Crowd" which are preferred skills/experience. Could also be part of Requirements/Qualifications. But we have both Requirements and Qualifications sections allowed. We could treat "What We Need To See" as Requirements (or Qualifications). And "Ways To Stand Out From The Crowd" as Skills. Or we could combine. The instruction: Prefer a few substantive sections over many thin ones. So we might combine Requirements and Qualifications into one section? But we have both headings allowed; we could use either. However we need to decide based on content. We have: - Requirements (mandatory): 8+ years TA, 3+ sourcing, 2+ leadership, track record, communication skills, Bachelor's degree. - Qualifications (maybe same as requirements). But we could treat "What We Need To See" as Requirements, and "Ways To Stand Out From The Crowd" as Qualifications or Skills. But we also have a separate "Skills" heading allowed. So we could put the "Ways To Stand Out" under Skills. Thus sections: - About the role (intro about NVIDIA and role context) - Responsibilities (What You'll Be Doing) - Requirements (What We Need To See) - Skills (Ways To Stand Out From The Crowd) - Benefits (comprehensive benefits package, link) - Pay (salary ranges, equity) We should not include Schedule. We must not include filler like "commensurate with experience". Not present. We need to preserve all substantive information. Ensure we don't lose any detail. Let's extract each piece precisely. **About the role** (intro): "NVIDIA has been transforming computer graphics, PC gaming, and accelerated computing for more than 25 years. It’s a unique legacy of innovation that’s fueled by great technology—and amazing people. Today, we’re tapping into the unlimited potential of AI to define the next era of computing. An era in which our GPU acts as the brains of computers, robots, and self-driving cars that can understand the world. Doing what’s never been done before takes vision, innovation, and the world’s best talent. As an NVIDIAN, you’ll be immersed in a diverse, supportive environment where everyone is inspired to do their best work. Come join the team and see how you can make a lasting impact on the world. NVIDIA Talent Acquisition is seeking a highly strategic and player-coach Manager, Sourcing to lead and scale our talent pipelines for two critical business areas: Sales, General & Administrative (G&A) and Product. This role will be responsible for defining, implementing, and optimizing our sourcing strategies to attract high-quality, diverse talent across functions like Finance, HR, Legal, IT, Operations and Marketing (G&A), as well as Product Engineering." That is the substantive content about the role and company. We'll put that in
maybe multiple paragraphs. **Responsibilities** (What You'll Be Doing): List each bullet as